Are you bold enough to boldly go where others haven’t yet gone? 🙌
Claire Morton Leadership and Growth Consultant Speaker – No. 1 Best Selling Author and I had some incredible meetings with like minded leaders last week. Pioneers. People that are ready to challenge the norm. To do things differently. To challenge the status quo and acknowledging that there is freedom and growth in stepping in to a new paradigm.
We were talking about differentiation and how we are all supposed to be different, yet society and in some way the work world expects a cookie cutter approach to what we are expected to be, do and have. The truth is that in many instances this is no longer the case and this approach is stifling performance and creating a challenging culture.
Employment is a two way relationship, yet in some sectors the relationship is heavily weighted in a one sided way.
This then opens the discussion of whether having a passion to deliver is vital in the work place and in life. All pretty deep stuff.
I feel that the truth is, having been the leader and the employee at different stages of my career is that because of my own personality traits and Human Design, I have always been very much in the driving seat of my roles. I have been hard working and focussed on success. Success being determined by the goals that have been set by the organisation, coupled with my own innate need to succeed.
And that is just me. Not everyone is designed the same way and thats the point.
Some peoples version of career, success and passion are very different.
Success may being able to go and carry out your job with your expertise within a given time window in return for your agreed contractual recompense. Some people dont need a passion to deliver that. They may not be invested in the bigger vision of the organisation and they may not be motivated to go “above and beyond”. That term may not ever be on their radar. And that is absolutely spot on if that is what the agreement was.
The challenge may come when the employer wants the “above and beyond’ approach and they don’t make that position clear from the outset and they don’t recruit the right people to fit that requirement.
Nelson Mandela famously said “There is no passion to be found playing small in settling for a life that is less than the one you are capable of living”
Life to those that Nelson is referring to as “playing small” may be utterly delighted with living life that way. They may be completely content. Their passion maybe focussed towards experiencing “life”.
Their definition of success and contentment may differ to Nelson’s perception.
Who is to say that is wrong?
Some would say this is down to Capability. That might be true…
Capability is all well and good and as Claire and I both have 5 energy within our Human Design profile we are super capable.
We CHOOSE to use that capability in every aspect of our life. It is important for us both that what we do lights us up!
That pilot light ignition spark is required to bring the passion. Without it we are out of our own personal alignment.
I guess where I am going with this is…you have CHOICE
“Playing small” in the way Nelson means may be your perfect life choice. Let’s Celebrate that!
“Playing small” is also about PERCEPTION.
If you want more and you want to feel passionate about what you do every day and the way in which you live your life and you absolutely don’t right now, then this is a big flag that YOU CAN CHOOSE to do something about.
If you are 100% content and happy with your lot, celebrate that!
In order for employers to be able to guide positive performance they need to understand the individuals within their organisation. Play to their strengths. Recruit intentionally with purpose beyond bums on seats. Albert Einstein said “Everyone is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid”
I feel that this also applies to recruiting the right people to do the right job, in the right way, for the right organisation.
In business everyone wins if there is passion to deliver. In some business there is also a place for those that want to come in and swap their hours and specific expertise and a job well done without the passion.
That’s a two way street and about setting and agreeing expectations and boundaries.
So Nelson I absolutely hear what you are saying. I feel that there are different ways of looking at it. There is no black or white on this, yet Albert I am totally on board with your fish climbing wall analogy.
We adore working with the people that are stepping in to the new paradigm of daring to be different! Of creating the roles and recruiting by using new in depth methods that will allow the fish to swim and to judge and reward them for that.
Business Strategy leading us in to the new paradigm is bold. If you are ready to go where others have not yet dared to go then we should speak.